Abstract
One form of employee integrity can be seen from his desire to perform extra-role behavior. The purpose of this study is to analyze the influence of Organizational Trust to Organizational Learning Culture directly or indirectly through Organizational Justice, the influence of Organizational Trust and Organizational Justice to Extra-Role Behavior directly or indirectly through Organizational Learning Culture, and the influence of Organizational Learning Culture on Extra-Role Behavior for employees of government hospitals in Makassar. This research was conducted at 7 Government Hospitals in Makassar City, South Sulawesi, Indonesia with Proportional random sampling. The analysis method that is used to test the research hypothesis is Partial Least Square (PLS) by using SmartPLS. The results showed that Organizational Trust directly and indirectly through Organizational Justice had a positive and significant influence on the Organizational Learning Culture for employees of government hospitals in Makassar. The direct relationship of Organizational Justice, Organizational Trust, and Organizational Learning Culture toward Extra-Role Behavior is positive but specifically Organizational Trust is not significant. Organizational Trust and Organizational Justice indirectly through Organizational Learning Culture had a positive and significant influence on Extra-Role Behavior for employees of government hospitals in Makassar.
Highlights
Nowadays organizations are required to improve their performance, not least in the hospital industry
This study proposes a structural equation model to analyze the impact of various variables related to employee extrarole behavior in organizations
In government hospitals in Makassar, organizational trust, and organizational justice have a positive influence on extra-role behavior
Summary
Nowadays organizations are required to improve their performance, not least in the hospital industry. More and more hospitals in the Makassar city have added to the intense competition To deal with this condition, human resources should be the center of attention so that organizations can explore the potential of them. Organ in Podsakoff et al.[3] define Extra-Role Behavior or Organizational Citizenship Behavior (OCB) as flexible behavior, not directly valued by the organization’s formal reward system, but as a whole contributes to organizational effectiveness such as helping coworkers. This was stated in different terms but with the same meaning by Yaseen et al.[4] OCB
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